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EFFECTIVE EMPLOYEE SELECTION

By Marion Stevens,2014-05-16 00:14
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A job interview is the most important undertaking in the job search process. It's the key to being hired and how you approach the interview can determine

    Presented by Sharon Armstrong

    202 333 0644 www.SharonArmstrongandAssociates.com

    ? Sharon Armstrong and Associates

     Behavioral Interviewing

    ONTENTS

Introduction ......................................................................................3

    Preparation ......................................................................................4

    The Employer’s 3 Fundamental Questions .......................................5 Pre-Interview Checklist ....................................................................5

    Types of Interviews ..........................................................................5

    Behavior-Based Interviewing ............................................................6

    4 Ways to Start a Behavioral Interview Question ..............................6

    Sample Questions............................................................................7

    CALL Formula..................................................................................7

    CALL Stories the Best Answers .....................................................7

    Things to Remember During the Interview ........................................8

    Asking Questions .............................................................................9

    Questions NOT to Ask ................................................................... 10

    A Powerful Close ........................................................................... 10

    5 Biggest Interview Mistakes .......................................................... 11

    After an Interview ........................................................................... 11

    Appendix ....................................................................................... 12

    The Trainer Sharon Armstrong ..................................................... 15

?Sharon Armstrong and Associates Duplication by written permission only 2

     Behavioral Interviewing

    NTRODUCTION

OVERVIEW

How can you present yourself in the best way…especially when it really matters?

    In this session, you will learn some strategies for succeeding in interviews and

    making it to the final candidate list.

    PARTICIPANT OBJECTIVES

By the end of this session, participants will be able to:

    ? Anticipate what the employer wants

    ? Respond to questions in an articulate and meaningful way

    ? Develop questions to ask during the interview

    ? Avoid the 5 biggest interview mistakes

    SESSION AGENDA

1. Definition/Goal/Preparation

2. Employer’s Questions

3. Pre-Interview Checklist

4. Types of Interviews

5. Behavior-Based interviewing

    a. Sample Questions

    b. CALL Answers

6. Things to Remember

7. 5 Biggest Interview Mistakes

8. Summary

    ?Sharon Armstrong and Associates Duplication by written permission only 3

     Behavioral Interviewing

    REPARATION

JOB INTERVIEW

    A job interview is the most important undertaking in the job search process. It’s

    the key to being hired and how you approach the interview can determine it’s

    outcome.

GOAL

    The goal of the interview is to raise the interviewer’s expectation of you so you

    will be invited to continue in the selection process, and subsequently, receive a

    job offer.

PEPARATION IS KEY

To sell yourself effectively, you need to match the position requirements with your skills,

    accomplishments, and personal qualities.

But remember, it’s a 2-way street.

     The organization is determining if you are a good fit.

     You are determining if the job is a match for your skills and interests.

?Sharon Armstrong and Associates Duplication by written permission only 4

     Behavioral Interviewing

    HEMPLOYER’S UNDAMENTAL UESTIONS

Can you do the job?

Will you fit in?

Do you want the job?

    RE-NTERVIEW HECKLIST

    YPES OF NTERVIEWS

Face-to-face

Telephone

Panel Group

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     Behavioral Interviewing

    EHAVIORASED NTERVIEWING

The behavior-based interviewing style has become more popular in recent years.

It is an interview technique based on the principle that past performance is a predictor

    of future success.

    EHAVIORASED NTERVIEWING UESTIONS

    Behavior-Based Interview Questions draw out stories about real-life experiences you’ve had.

You may be asked to describe specific past experiences in order to illustrate your ability

    to perform the essential functions of the job.

    AYSTOTARTAEHAVIORALNTERVIEWUESTION

? Tell me about a time…

? Give me an example of when…

? Describe for me…

? Walk me through…

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     Behavioral Interviewing

    AMPLE UESTIONS

Tell me how your skills and experiences qualify you for this position.

Give me examples of how you prioritize your work

Give me an instance when you encountered a problem with one of your projects and tell

    me what you did to bring about the solution.

Describe a situation in which you were required to work under pressure and how you

    reacted.

     ORMULA

C Circumstances

A Action Steps

LL Lasting Legacy

     TORIES THE EST NSWERS

Describe accomplishments that show you have:

     Cut costs

     Innovated

     Increased productivity

     Motivated others

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    XAMPLES OF CCOMPLISHMENT TATEMENTS TORIES

Researched and selected 20 new video and print additions to our library within

    budget guidelines.

Designed and facilitated interactive, introductory training on library features to more

    than 50 employees in the first quarter thereby reducing interruptions to staff by 20%.

    HINGS TO EMEMBER URING THE NTERVIEW

    ?Sharon Armstrong and Associates Duplication by written permission only 8

     Behavioral Interviewing

    SKING UESTIONS

Asking questions in your interview is essential. WHY?

You want to:

     demonstrate your interest in the position and the company

     uncover the interviewer’s needs

     get enough information to make a decision

    AMPLEUESTIONS FOR OU TO SK

What are the major responsibilities of this position?

What major changes or improvements would you most like to see brought about by

    the person who takes this position?

How long has this position existed in your organization?

If I were to get this position, what would be the immediate challenge requiring my

    attention?

What qualifications and personal qualities do you feel the successful candidate will

    have?

What are the reporting relationships of this position?

Who are the key people I would work with?

How is performance measured?

How would you describe the culture of your organization?

    HEINAL INGER

Are there any other questions that I could answer to let you know that I am the best

    qualified applicant for the position?

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     Behavioral Interviewing

    UESTIONS TO SK

What is the salary?

When can I take my first vacation?

When are salaries reviewed?

Can I negotiate more vacation?

Tell me about all the benefits.

    OWERFUL LOSE

    1. Summarize your qualifications

    2. Express your desire for the position

    3. Ask regarding the next steps

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